This paper extends previous numerical results of the Flexible Equal Employment Opportunity (FEEO) model, a goal programing model (developed by A. Charnes, W. W. Cooper, K. A. Lewis, and R. J. Niehaus) consisting of Markoff transition elements imbedded in a goal programing framework with priorities that allow for element alteration to provide the organizational flexibility (in policies of promotion, recruitment, and training) necessary to achieve long-range equal employment opportunity (EEO) goals while still preserving the high priority of meeting the shorter range day-to-day operating goals of the organization. In the first section of the paper EEO goal-setting procedures are documented. Focus is on demographic considerations (making goals realistic from the labor market point of view) and upward mobility (consideration of affirmative action policies for the internal staff). A second section provides a numerical example with actual Navy data of the extended version of the model through which internal promotion and upward mobility considerations can be evaluated explicitly. A discussion is then provided of the implementation and continuing research possibilities. (JT)